Disability Insurance – Open Mind http://open-mind.org/ Thu, 24 Nov 2022 00:06:00 +0000 en-US hourly 1 https://wordpress.org/?v=5.9.3 https://open-mind.org/wp-content/uploads/2021/06/icon-6-150x150.png Disability Insurance – Open Mind http://open-mind.org/ 32 32 The disability insurance market is set to see tremendous growth through 2028 https://open-mind.org/the-disability-insurance-market-is-set-to-see-tremendous-growth-through-2028/ Thu, 24 Nov 2022 00:06:00 +0000 https://open-mind.org/the-disability-insurance-market-is-set-to-see-tremendous-growth-through-2028/ Disability insurance market Disability Insurance Market – Global Outlook and Forecast 2022-2028 is the latest research study published by HTF MI, which assesses market risk side analysis, highlights opportunities and leverages strategic and tactical decision support. The report provides information on market trends and developments, growth drivers, technologies and the changing investment structure of the […]]]>

Disability Insurance Market – Global Outlook and Forecast 2022-2028 is the latest research study published by HTF MI, which assesses market risk side analysis, highlights opportunities and leverages strategic and tactical decision support. The report provides information on market trends and developments, growth drivers, technologies and the changing investment structure of the Disability Insurance market. Some of the key players featured in the study are Allianz, Assicurazioni Generali, China Life Insurance, MetLife, PingAn, AXA, Sumitomo Life Insurance, Aegon, Dai-ichi Mutual Life Insurance, CPIC, Aviva, Munich Re Group, Zurich Financial Services, Nippon Life Insurance, Gerber Life Insurance, AIG, MetLife, State Farm, Aflac, AIA Group and AlfaStrakhovanie.

Get Free Access to Sample Report @ https://www.htfmarketreport.com/sample-report/3979349-disability-insurance-market-1

Disability Insurance Market Overview:

The study provides a detailed outlook which is essential to keep the market knowledge updated segmented by Government, Corporate and Other, , Employer Provided Disability Insurance, Individual Disability Insurance, High Limit Disability Insurance, Business Expense Insurance and Other and 18+ countries around the world along with insights into emerging and big players. If you would like to analyze various companies operating in the disability insurance industry based on your objective or geography, we offer customization to suit your needs.

Disability Insurance Market: Needs Analysis and Opportunity Outlook 2028

The Disability Insurance research study defines the market size of various segments & countries by historical years and forecasts the values ​​for the next 6 years. The report is compiled to cover qualitative and quantitative elements of Disability Insurance industry including market share, market size (value and volume 2017-2021 and forecast till 2027) admiring every concerned country in the competitive market. Additionally, the study dives into in-depth statistics about the crucial elements of Disability Insurance, including drivers and restraining factors, which help to estimate the future growth prospects of the market.

The segments and subsections of the Disability Insurance Market are shown below:

The study is segmented by the following Product/Service Type: , Employer Provided Disability Insurance, Individual Disability Insurance, High Limit Disability Insurance, Overhead Disability Insurance, and Other

The main application/end-user industries are as follows: Government, Enterprise and Other

Some of the major players involved in the market are: Allianz, Assicurazioni Generali, China Life Insurance, MetLife, PingAn, AXA, Sumitomo Life Insurance, Aegon, Dai-ichi Mutual Life Insurance, CPIC, Aviva, Munich Re Group, Zurich Financial Services, Nippon Life Insurance, Gerber Life Insurance, AIG, MetLife, State Farm, Aflac, AIA Group and AlfaStrakhovanie

Ask for customizations in Report @ https://www.htfmarketreport.com/enquiry-before-buy/3979349-disability-insurance-market-1

Key years considered in the disability insurance study:
Historical year – 2017-2021; base year – 2021; Forecast period** – 2022 to 2028 [** unless otherwise stated]

If you opt for the global version of Disability Insurance Market; then the following country analysis would be included:
• North America (USA, Canada and Mexico)
• Europe (Germany, France, UK, Netherlands, Italy, Nordic Nations, Spain, Switzerland and Rest of Europe)
• Asia Pacific (China, Japan, Australia, New Zealand, South Korea, India, Southeast Asia and the rest of APAC)
• South America (Brazil, Argentina, Chile, Colombia, the rest of the countries, etc.)
• Middle East and Africa (Saudi Arabia, United Arab Emirates, Israel, Egypt, Turkey, Nigeria, South Africa, Rest of MEA)

Buy Disability Insurance Research Report @ https://www.htfmarketreport.com/buy-now?format=1&report=3979349

Key questions answered with this study
1) What makes the disability insurance market suitable for long-term investments?
2) Do you know areas of the value chain where actors can create value?
3) Area that could see a steep increase in CAGR and YOY growth?
4) Which geographic region would have better demand for products/services?
5) What opportunities would an emerging area offer to established and new entrants in the Disability Insurance market?
6) Risk side analysis related to service providers?
7) What influence will factors have on demand for disability insurance over the next few years?
8) What is Impact Analysis of Various Factors in Disability Insurance Market Growth?
9) What strategies are used by big players to help them grab a piece of a mature market?
10) How is technology and customer-centric innovation driving big changes in the disability insurance market?

Browse the Executive Summary and Full Table of Contents @ https://www.htfmarketreport.com/reports/3979349-disability-insurance-market-1

There are 15 chapters to display the disability insurance market
Chapter 1, Overview describing Disability Insurance Market definition, specifications and classification, Applications [Government, Enterprise & Others]Market Segment by Types, Employer Provided Disability Insurance, Individual Disability Insurance, High Limit Disability Insurance, Overhead Disability Insurance, and Others;
Chapter 2, the aim of the study.
Chapter 3, Research Methodology, Measures, Assumptions and Analysis Tools
Chapter 4 and 5, Disability Insurance Market Trend Analysis, Drivers, Consumer Behavior Challenges, Marketing Channels, Value Chain Analysis
Chapter 6 and 7 shows the Disability Insurance Market Analysis, Segmentation Analysis, Features;
Chapters 8 and 9 show five forces (bargaining power of buyers/suppliers), threats to new entrants and market conditions;
Chapters 10 and 11 show an analysis by regional segmentation [North America, US, Canada, Mexico, Europe, Germany, France, U.K., Italy, Russia, Nordic Countries, Benelux, Rest of Europe, Asia, China, Japan, South Korea, Southeast Asia, India, Rest of Asia, South America, Brazil, Argentina, Rest of South America, Middle East & Africa, Turkey, Israel, Saudi Arabia, UAE & Rest of Middle East & Africa], Comparison, Leading Countries and Opportunities; customer behavior
Chapter 12 identifies the key decision framework gathered from industry professionals and strategic decision makers;
Chapters 13 and 14 are about the competitive landscape (classification and market ranking)
Chapter 15, deals with sales channel, research findings, conclusion, appendix and data source of Disability Insurance market.

Thank you for your interest in the research publication on disability insurance; You can also get individual chapter wise section or regional report version like North America, LATAM, United States, GCC, Southeast Asia, Europe, APAC, UK, India or China etc

Contact us :
Craig Francis (PR and Marketing Manager)
HTF Market Intelligence Consulting Private Limited
Telephone: +1 (434) 299-0043
sales@htfmarketreport.com

Connect with us on LinkedIn | Facebook | Twitter

About the author:
HTF Market Intelligence Consulting is uniquely positioned to empower and inspire with research and advisory services to enable business growth strategies by providing services with exceptional depth and breadth of thought leadership, research, tools, events and experience to support decision making help.

This version was published on openPR.

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Get ready for these new California economic laws for 2023 https://open-mind.org/get-ready-for-these-new-california-economic-laws-for-2023/ Sat, 12 Nov 2022 01:22:00 +0000 https://open-mind.org/get-ready-for-these-new-california-economic-laws-for-2023/ The New Year is upon us and we all know what that means. It’s time to make sure you’re prepared for new laws that will impact your business – some coming into effect in just a few weeks. So, pour yourself a glass of eggnog and read on. Here are the topics covered in this […]]]>

The New Year is upon us and we all know what that means. It’s time to make sure you’re prepared for new laws that will impact your business – some coming into effect in just a few weeks. So, pour yourself a glass of eggnog and read on.

Here are the topics covered in this report:

leave of absence

Assembly Act 1041 amends two laws by relaxing the definition of people an employee can take time to care for.

The new law adds a “designated person” to the category of existing eligible family members, which includes spouses, civil partners, children, parents, parents-in-law, grandparents, grandchildren and siblings.

The new law, which comes into force on January 1st, extends both the California Family Rights Act (CFRA) and the California Paid Sick Leave Act Healthy Workplaces, Healthy Families Act (HWHFA).

The difference between the CFRA and HWHFA definition of a nominated person is negligible.

The CFRA defines a nominee as an employee’s blood relative or someone the employee considers family, while the HWHFA definition is an individual that the employee identifies at the time he or she requests paid sick leave.

In either case, an employer can limit an employee to one specific person per year.

In the meantime, FROM 1949 prohibits employers from discriminating against or retaliating against employees who take bereavement leave. However, employers may require employees to provide evidence of the death requiring leave.

Authored by Rep. Evan Low, D-San Jose, the law goes into effect January 1 and applies to private employers with five or more employees and all public sector employees.

Although many employers already have grief policies in place, according to the Society for Human Resource Management (SHRM), this is a good time to review them and make sure they comply with the new laws.

“As with any type of vacation entitlement, it’s always good practice to have a formalized policy that’s applied consistently,” Stephanie Kierig, attorney for Jackson Lewis in San Diego, told SHRM in a Sept. 30 article. “[Employers]should also assess how a bereavement leave policy would affect their operations and how such a policy should be implemented.”

Employees are entitled to bereavement leave if they have worked for their current employer for at least 30 days. Holidays must also be taken within three months of the death.

Another new law Senate Bill 951is addressing paid family leave (PFL) by adding a year to a program that was due to expire in late 2023. Additionally, starting in 2025, the legislation will increase wage replacement rates for the PFL and State Disability Insurance (SDI) programs — from 70% of a worker’s regular wage to 90%, depending on the worker’s income.

California currently has a PFL grant program in place to help small businesses offset the costs when an employee is absent, including re-training existing employees and hiring new or temporary employees. Eligible companies may receive up to $2,000 under the grant, which ends May 31, 2024 or when funds are depleted.

Tariffs and payment data

SB1162 Requires companies employing 15 or more people to include salary ranges in all job postings and make them available to existing employees upon request.

Supporters say the law, drafted by Sen. Monique Limón, D-Santa Barbara, is designed to push for pay transparency and equal pay for all, the Business Journal first reported Oct. 6. Businesses with 100 or more employees are already required to submit this information to the state.

Companies that do not comply with the law, which includes reporting employees’ salary, gender, race, ethnicity, working hours and job category, face penalties under the law.

These penalties allow the state to fine employers up to $100 per employee for non-compliance with the law, and up to $200 per employee for subsequent default.

In addition, the new law allows the California Labor Commissioner to order the employer to pay a civil penalty of no less than $100 per employee and no more than $10,000 per violation.

“It cannot be stressed enough that with the upcoming law, now is a good time for employers to review all employee pay to ensure they match upcoming posts,” said Sarah Grimstead, regional vice president at Insperity, based in Houston, a national staffing agency. “Doing the work today and making the appropriate adjustments where necessary can prevent many downstream challenges.”

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Ask an Advisor: Should I Cash Out My 401(k) to Care for My Autistic Son? https://open-mind.org/ask-an-advisor-should-i-cash-out-my-401k-to-care-for-my-autistic-son/ Fri, 04 Nov 2022 20:03:45 +0000 https://open-mind.org/ask-an-advisor-should-i-cash-out-my-401k-to-care-for-my-autistic-son/ EDITOR’S CHOICEFree access to top ideas and insights curated by our editors. Welcome back to Ask an Advisor, the advice column where finance professionals answer pressing investment questions. Topics can range from retirement planning to taxes to wealth management — or even advice tips — and the questions are from real people. Today’s question comes […]]]>

EDITOR’S CHOICE
Free access to top ideas and insights curated by our editors.

Welcome back to Ask an Advisor, the advice column where finance professionals answer pressing investment questions. Topics can range from retirement planning to taxes to wealth management — or even advice tips — and the questions are from real people.

Today’s question comes from a father in New York City who fears the bear market will erode his retirement savings — and he’s not just worried about himself. Like many American parents, he has a child with autism who will need lifelong care is. Building a solid nest egg is vital not only to the father’s future, but also to his son’s.

In the United States, approximately 2.3% of all children have been diagnosed with autism Centers for Disease Control and Prevention. More broadly, about 17% of children aged 3 to 17 have some form of developmental disability. Many of these children will need health care and other services long after their parents’ deaths, which can add urgency — and emotion — to their financial decisions.

In the case of this concerned New York father, he considers extreme measures to protect his savings. Here’s what he wrote:

Dear consultants,

I am a 59 year old insurance broker based in Queens, New York. My biggest financial concern is securing a future for my 22-year-old son with severe autism. My retirement savings are an important part of my plan, but I worry that this year’s volatility will put them at risk.

I am very concerned about the current market decline. I plan to retire at 67 and I have $1.1 million saved in my 401(k). But with stocks falling and a potential recession looming, I’m wondering if I should now pull it all out and invest in something safer. I have a couple of ideas: I could buy bonds – I-bonds in particular – to beat inflation; I could put all that money into a bunch of high-yield CDs; or I could even put it all into a regular savings account and hope my money lasts there longer than it does in the stock market. I know these may sound like drastic options, but I worry that seven or eight years may not be enough time for the markets to turn around. Or should I just leave everything in the 401(k) and ride it out?

— Questioning in Queens

Here’s what advisors wrote back:

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Disability Insurance: Are You Getting Your November Check This Week? https://open-mind.org/disability-insurance-are-you-getting-your-november-check-this-week/ Wed, 02 Nov 2022 11:00:24 +0000 https://open-mind.org/disability-insurance-are-you-getting-your-november-check-this-week/ If you have just started receiving Social Security Disability Insurance or you have been receiving it for years, you may be wondering when exactly in November you will receive your payment. This depends on a few factors, e.g. B. Your date of birth and the year you first received the SSDI money. It follows a […]]]>

If you have just started receiving Social Security Disability Insurance or you have been receiving it for years, you may be wondering when exactly in November you will receive your payment. This depends on a few factors, e.g. B. Your date of birth and the year you first received the SSDI money.

It follows a schedule similar to Social Security Payments unless you’ve been getting SSDI checks for several decades. We explain it below. Also note that the Amount you will get will be morefrom January 2023, due to inflation adjustment.

Find out when you will receive your November Social Security Disability Insurance payment here. For more information, see why Supplemental Security Income recipients will do this get their COLA increase in December.

SSDI payment plan if you received them since 1997 or earlier

If you’ve been an SSDI recipient since 1997 or earlier, your payment should arrive on the third day of each month. How to get your next check Nov 3.

However, there are exceptions. If the third day of the month falls on a weekend or holiday, you will receive your payment on the previous business day. For example, September 3rd of this year fell on a Saturday, so beneficiaries received their payments on Friday September 2nd.

December works the same since December 3rd also falls on a Saturday.

incentive payments

When your check arrives depends on your date of birth and the year you started receiving SSDI money.

James Martin/CNET

The SSDI payment schedule for everyone else depends on their birthday

Payments for those who have not received SSDI money since 1997 or earlier follow the same schedule as Social Security. That’s how it works.

  • If your birthday falls between the 1st and 10th of the month, your payment will be sent on the second Wednesday of the month.
  • If your birthday falls between the 11th and 20th of the month, your payment will be sent on the third Wednesday of the month.
  • If your birthday falls between the 21st and 31st of the month, your payment will be sent on the fourth Wednesday of the month.

When will you receive your SSDI November payment

Here you can see when your payment will arrive based on your date of birth.

9 Nov: SSDI payment for those who celebrate their birthday between the 1st and 10th of a given month.

November 16: Social security payment for those whose birthday is between the 11th and 20th of a given month.

November 23: Social security payment for those whose birthday is between the 21st and 31st of a given month.

More details can be found here how to see your Social Security COLA benefits increase online. Here they are too Pricing for Medicare premiums and deductibles in 2023.

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A church group’s efforts amid the housing crisis https://open-mind.org/a-church-groups-efforts-amid-the-housing-crisis/ Sun, 30 Oct 2022 11:15:31 +0000 https://open-mind.org/a-church-groups-efforts-amid-the-housing-crisis/ A small church organization in Virginia is helping homeless people find permanent homes again. You help them pay rent, connect with roommates, and receive ongoing support services. That’s because skyrocketing rents have caused many Americans to lose their homes. Loading Something is loading. Thanks for registering! Access your favorite topics on the go in a […]]]>
  • A small church organization in Virginia is helping homeless people find permanent homes again.
  • You help them pay rent, connect with roommates, and receive ongoing support services.
  • That’s because skyrocketing rents have caused many Americans to lose their homes.

In the coastal city of Virginia Beach, Virginia, a church group of fewer than 40 people is grappling with a crisis that is sweeping the rest of the nation.

Todd Walker, executive director of the Judeo-Christian Outreach Center in Virginia Beach, said people experiencing the housing shortage, particularly those experiencing homelessness, are not often provided with the means to get back under one roof. That’s why he runs an organization that matches individuals with landlords, roommates and clerks and subsidizes their rent for up to two years.

It’s the kind of assistance that’s becoming increasingly needed, Walker says, as homelessness rises across the country and rent costs make it harder for people to afford housing, particularly for those on steady incomes through programs like Disability Social Security. In addition to losing access to stable housing, Walker says, people are losing access to their communities.

“Homelessness can be life-changing, it can be a matter of life and death,” Walker told Insider. “Why not take this opportunity where you can have your own space?”

“The whole goal is to help people be self-sufficient”

Rents rose at the fastest rate this summer since 1986, with a 20-month hot spell of hikes break in August. inflation doesn’t help either. This is on top of a national housing shortage making home ownership unaffordable for many.

Animal shelters across the country have felt the effects. Animal shelters saw one, The Washington Post’s Abha Bhattarai and Rachel Siegel reported in July rise among people looking for housing, with waiting lists that have doubled or tripled in recent months. The number of people homeless outside of shelters is also likely to be growing, experts told The Post, in camps, parks and other public spaces since the pandemic began.

Added to this is the nationwide moratorium on clearance from the pandemic period completed last year.

Walker’s organization is just one of several across the country helping people navigate a deepening national crisis.

“On average, we subsidize them for about six to eight months,” Walker said. “It all depends on the individual – everyone is different, some we pay longer than others.”

In addition to providing financial support to its customers, Walker’s organization employs clerks to help them with any problems they have when they start renting. Some of their clients also receive help from government housing vouchers.

“The whole goal is to help people be self-sufficient,” Walker said.

“They’re not just building their rental history — they’re readjusting to the community.”

One person who has benefited from the center’s housing assistance is Eric Perkins, first reported by NPR’s Jennifer Luden reported. Perkins told NPR that after a series of health events, including chronic lung disease and a heart attack in 2017, he lost his home, limiting his ability to work. He lived on the beach for a while and then moved to a homeless shelter. Today, thanks in part to the Judeo-Christian Outreach Center, he lives in his own apartment.

But it was a tough road to get there. His monthly disability payment — under $800 — is less than that medium rental in Virginia Beach in excess of $1,000 for a one bedroom apartment. This is common for many people on disability paymentswho have been left homeless by skyrocketing rents, unable to pay their bills or go to work.

But the center set Perkins up with a roommate, and he now pays $600 a month rent, though he was initially wary of living with a stranger.

“I was really skeptical because of the things I saw at the shelter,” he told NPR. “A lot of drug use, a lot of alcohol abuse, PTSD, there were a lot of veterans there. … I was like, ‘I don’t want to be in a house with someone like that.’”

Eventually he got used to the arrangement.

“We got to know each other, we respected each other’s freedom, we shared everything,” he says. “It was very nice.”

Customers aren’t the only ones cautious about living arrangements, Walker said. It’s hard to find landlords who are willing to have tenants who have experienced homelessness and are often financially vulnerable.

“We usually try to engage with people who have a heart for the homeless,” he said, adding that landlords are usually reassured by the outside support his organization offers.

“When they come in, they don’t just say, ‘Okay, here’s the person, goodbye,'” Perkins landlady Sophia Sills-Tailor told NPR. “You help them set up the household, donate things like blankets, pots and pans. And then they come to see her.”

research shows that the provision of housing assistance, along with case management and supportive services, can help people with chronic homelessness achieve long-term housing stability. Investing in sustainable supportive housing has helped reduce the number of chronically homeless people by 8% since 2007, according to the US Department of Housing and Urban Development found.

However, organizations like Walker’s are taking the brunt of this type of work. The housing shortage and rising rents have led to this attracted little attention by Congress, with Senate Democrats abandoning spending on affordable housing earlier this year.

Walker said that connecting people to an initial long-term housing situation after they are homeless is important to their long-term stability.

“They’re not just building their rental history — they’re readjusting to the community,” he said.

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Missouri discriminates against employees with disabilities https://open-mind.org/missouri-discriminates-against-employees-with-disabilities/ Thu, 27 Oct 2022 22:25:32 +0000 https://open-mind.org/missouri-discriminates-against-employees-with-disabilities/ A panel of judges recently awarded a $3.3 million prize in a disability discrimination and retaliation proceeding submitted by a former Legislative Analyst for the Missouri House of Representatives. On September 30, the Cole County District Court rendered final judgment in the case against the Missouri House of Representatives and Daniel Adam Crumbliss, who was […]]]>

A panel of judges recently awarded a $3.3 million prize in a disability discrimination and retaliation proceeding submitted by a former Legislative Analyst for the Missouri House of Representatives.

On September 30, the Cole County District Court rendered final judgment in the case against the Missouri House of Representatives and Daniel Adam Crumbliss, who was Chief Secretary of the Missouri House of Representatives at the time of the lawsuit. The jury found that the state failed to take into account the analyst’s disabilities, unlawfully dismissed him because of his disabilities, and retaliated against him for requesting placement.

The analyst was fired in 2017 after requesting workplace adjustments due to his anxiety and attention deficit hyperactivity disorder. He claimed Crumbliss got back at him after saying he would speak to the Missouri Human Rights Commission.

The analyst said his disabilities affected sleeping, concentrating, thinking and interacting with others, but he said he is fully able to perform the essential functions of his job. He called for a quieter workspace and the ability to work from home some days, and asked for a third party specializing in accommodation to be brought in to discuss the situation. He claimed his employer failed to assess his need for accommodation or participate in an interactive process to make reasonable accommodation as required by the Federal Americans with Disabilities Act (ADA).

The analyst’s line manager questioned his work ethic and how seriously he takes his job, according to court documents at a meeting several weeks before his sacking. The state argued that he was fired for disobedience and refusing to do his job and work with his team.

“After more than 30 years of labor litigation, I find that juries become increasingly intolerant when the jury believes the employer did not do the right thing,” said Mark Neuberger, attorney at Foley & Lardner in Miami.

ADA Requirements

The ADA prohibits employers from discriminating against or retaliating against workers with disabilities for demanding workplace accommodations.

“Even if an employer has a process or policy in place, things can go wrong if an employee doesn’t know how to apply it or a manager doesn’t understand their legal responsibilities,” said Michelle Barrett Falconer. an attorney at Littler in San Francisco.

“Many employers don’t take the time to go through the interactive process with the home seeker because the employer is afraid of what the employee might ask for. That’s a mistake,” said Neuberger. “Employers should be willing to lead the discussion and should be willing to offer other reasonable accommodations. Under the ADA, the accommodation need not be what the employee desires. It just has to be one that gives him the opportunity to do her job.”

If possible, consider alternative work assignments. “There’s a whole laundry list of alternate schedules, delegation of menial work duties, etc.,” Falconer said. “One thing that I think is often overlooked is the idea of ​​a transfer. Is there another job we would have available for him that he is qualified for? Before you break up, there really is that obligation to consider a transfer or a different role. That’s the big #1 flag that pops up.

According to the US Equal Employment Opportunity Commission (EEOC), reassignment is a last resort.

“As you look at this possible reassignment or transfer, there are a few things to keep in mind: The [EEOC] generally takes the position that one must find something that is as equivalent as possible. Sometimes there is no similar job of equal value. You don’t have to promote the person. They could if something is available and they are qualified,” she added.

Training managers is important because “this area of ​​law is complicated, often counterintuitive for managers and fraught with potential potholes that companies can run into, especially when the employee’s condition also affects family and sick leave law, disability insurance and workers’ compensation.” said Neuberger.

The Job Accommodation Network, a service of the US Department of Labor’s Office of Disability Employment Policy, provides employers with tips and resources on ADA compliance and precautions.

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Elevance Health (ELV) appoints Deanna Strable to its Board of Directors https://open-mind.org/elevance-health-elv-appoints-deanna-strable-to-its-board-of-directors/ Tue, 25 Oct 2022 10:05:19 +0000 https://open-mind.org/elevance-health-elv-appoints-deanna-strable-to-its-board-of-directors/ Get instant notifications when there’s news about your stocks. Claim your 1 week free trial StreetInsider Premium here. The board of directors of Elevance Health (NYSE: ELV) announced that Deanna Strable will be joining the board. She will serve on the Audit and Governance Committees. With a career spanning more than three decades at a […]]]>

Get instant notifications when there’s news about your stocks. Claim your 1 week free trial StreetInsider Premium here.


The board of directors of Elevance Health (NYSE: ELV) announced that Deanna Strable will be joining the board. She will serve on the Audit and Governance Committees.

With a career spanning more than three decades at a global Fortune 500 financial services company, Ms. Strable currently serves as executive vice president and chief financial officer (CFO) for the Principal Financial Group®. In her current role, she is responsible for the financial integrity and growth strategy of a Fortune 500 company, helping more than 50 million customers worldwide make progress on their journey to greater financial security.

Prior to her current role as Principal®’s CFO, Ms. Strable served as President of the Company’s US Insurance Solutions division, with overall responsibility for individual life insurance, unqualified deferred compensation, individual disability insurance and group benefits. A strong advocate for inclusion in the workplace and a champion of women’s growth and advancement, she is also a co-founder and former co-executive sponsor of the Women in Leadership network at Principal® and is credited with consistently developing high-calibre, diverse teams .

In addition, Ms. Strable serves on the Board of Directors of United Way Worldwide and was previously the former CEO of LIMRA LOMA Global, the world’s largest association of life insurance and financial services companies. She is a Fellow of the Society of Actuaries and a member of the American Academy of Actuaries.

“We are pleased to welcome Deanna to the Elevance Health Board of Directors. As a seasoned CFO with proven insurance industry experience, coupled with a proven focus on diversity and culture, she will bring valuable insight to the Board,” said Elizabeth Tallett, Chair of the Board of Elevance Health. “With the addition of Deanna, more than 70% of our board of directors will be made up of women and racially or ethnically diverse directors, and we will continue to be the only Fortune 50 company with both a female CEO and an independent female chairman of the board.”

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Why I don’t have an emergency fund https://open-mind.org/why-i-dont-have-an-emergency-fund/ Sat, 22 Oct 2022 17:26:15 +0000 https://open-mind.org/why-i-dont-have-an-emergency-fund/ from dr Peter Kim from Passive Income MDWCI network partner Before we begin, I wanted to add a small disclaimer: every situation is different, and what works for me may not work for everyone. I put the numbers together and realized that an emergency fund isn’t best for me. Will it be the same for […]]]>

from dr Peter Kim from Passive Income MDWCI network partner

Before we begin, I wanted to add a small disclaimer: every situation is different, and what works for me may not work for everyone. I put the numbers together and realized that an emergency fund isn’t best for me. Will it be the same for you? You have to decide that yourself. With that in mind, let’s dive in.

What exactly is an emergency fund?

As you probably know, a emergency fund intended to be a buffer for unexpected expenses or bumps on life’s highway. These could include (all are things I’ve experienced):

  • Unexpected health costs: Like going to the ER for broken bones or suspected appendicitis
  • Problems with the car: tire burst, broken windshield, etc.
  • Unexpected house problems: Roof leak, broken pipes and subsequent flooding
  • Unexpected Pet Costs: My dog ​​inhaled a fox tail and it required a $1,200 procedure to remove it
  • job loss: I haven’t actually experienced this, but I know it’s a reality for many people

Given how devastating unexpected events like these can be for the unsuspecting family, most financial experts (like Dave Ramsey) recommend that your emergency fund should be able to cover 3-6 months of total expenses. Exactly how many months depends on the stability of your job, whether you have a double income and how healthy you are. Suze Orman even advocates eight months full of costs.

Now I’ve read Dave Ramseys Total money makeover. In fact, I recommend that most people should read it. After reading it when I finished my education, I built up a sizeable emergency fund and felt confident I could weather any storm.

Then . . . I watched the money sit and do nothing. All I could think about was how it was wasting all of its potential.

I began to wonder if an emergency fund was really for me. I decided to do a deeper analysis, and spoiler alert, I decided against the contingency fund altogether.

More information here:

Are emergency relief funds for the imbecile?

Why I think I don’t need an emergency fund

The following considerations went into my decision:

  • We are a dual income family: I work a little less than full time. My wife is a doctor and although she only works part-time now, I know we could both work more if we had to.
  • Late payment from work: In terms of billing, I am getting paid with a two month delay. For example, on March 1st I get paid for what I’ve been doing all of January. There is almost always a delay between service, billing and collection. So I know that if something happens, I’ll still get a paycheck for the work I’ve already done.
  • Disability insurance: Not only does it cover 30% of my current income tax-free, but I’ve added one as well Drivers with a partial disability. If I lose more than 15% of my income because of a disability or accident, after 90 days my insurance company will start making payments to make up the difference.
  • Passive Income: This is of course a big thing for me. I deserve passive income from other sources, which currently covers more than half of my expenses.
  • Home equity line of credit: I opened a HELOC that is serviced for only $75 a year. If I had to use it in a pinch, this could cover 10-12 months of expenses.
  • I’m pretty adept at selling things online: If it really mattered I could sell some of my possessions on eBay, Craigslist and FB. I’d start with some of my wife’s pretty handbags (shhh, don’t tell her).
  • Opportunity costs: This is a big deal. Sure, I could have money in a high-yielding savings account like Ally, but with a compound annual inflation rate of 3%, a 1% yield just isn’t enough. I wanted to use this money.

don't have emergency funds

More information here:

My emergency fund in action

What I used the money for instead

So what happened to that size? emergency fund from me? I decided to invest it and this is how it started (and continues to) crowdfundingInvestment properties and taxable accounts to name a few.

When an unexpected event occurs, like that $1,200 procedure when my dog ​​accidentally sniffed something up his nose (which happened twice, by the way), I put it on myself Credit card. I have until next month to pay it off in full once my paycheck comes in. I’m lucky enough to have a buffer and don’t live paycheck to paycheck, and I always pay off my credit card in full each month. If the worst case scenario happens and the costs are very high, I could fall back on one of the above resources like my HELOC.

Ultimately, this is just one situation where I decided that the conventional wisdom just wasn’t right for my particular situation. Of course, I believe that one must be prepared to deal with life’s unexpected circumstances. After all, we can rest assured that life is unpredictable.

I’m saying make sure you’re prepared for an emergency, but do it in a way that makes sense.

Has anyone else eliminated their emergency fund? Anyone think I’m not smart? Comment below!

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Long-Term Disability Claims Attorneys – Greg Jones Law, PA successfully represents clients seeking insurer claims and government benefits https://open-mind.org/long-term-disability-claims-attorneys-greg-jones-law-pa-successfully-represents-clients-seeking-insurer-claims-and-government-benefits/ Wed, 19 Oct 2022 22:15:06 +0000 https://open-mind.org/long-term-disability-claims-attorneys-greg-jones-law-pa-successfully-represents-clients-seeking-insurer-claims-and-government-benefits/ Greg Jones Law helps clients recover medical bills, lost wages and other expenses associated with personal injury caused by the negligence of others. It represents clients in long-term disability cases relating to Cigna claims, SSDI claims, disability reconsideration suits, etc. According to announcements released by Greg Jones Law, PA, the law firm is fighting to […]]]>

Greg Jones Law helps clients recover medical bills, lost wages and other expenses associated with personal injury caused by the negligence of others. It represents clients in long-term disability cases relating to Cigna claims, SSDI claims, disability reconsideration suits, etc.

According to announcements released by Greg Jones Law, PA, the law firm is fighting to bring fair compensation to its clients who have been harmed by the negligence of others. That Long-Term Disability Claims Attorneys – Greg Jones Law, PA Assisting clients with filing denied SSDI and Cigna claims, disability re-examination claims, claims denied by Standard Life and denied disability claims.

This law firm has experience helping clients appeal their Supplemental Security Income case to the Appeals Council and filing for first-time SSI claims. It also provides legal assistance to clients in claims settlement under the Security Disability Insurance (SSDI) program. In such cases, the law firm works both in and out of court and knows how to do justice for the client.

Greg Jones Law, PA provides legal advice and representation to clients across the country. Individuals with disability claims who are denied by CIGNA, a self-paying disability insurance provider, or other national employers should consult an attorney at that law firm. The experienced attorneys, led by trial attorney Greg Jones, have helped clients across the United States achieve fair and equitable claims settlements.

Both CIGNA and Standard Life have faced lawsuits for denying legitimate long-term disability claims. This law firm has a good track record of successfully contesting claims that were denied by these two insurers.

That Greg Jones Law, PA Law LinkedIn profile provides further insight into the work ethic and latest achievements of the law firm.

Individuals dealing with the physical, mental and emotional effects of injuries should consider hiring this law firm and be assured that the long-term legal issues will not be the legal issues associated with obtaining compensation from the guilty party to take care of.

Greg Jones Law, PA said: “Being rejected by Social Security Disability Insurance (SSDI) is disappointing and frustrating. But you shouldn’t feel hopeless if your original claim is denied. Most applicants are initially rejected, but with legal help you can still gain benefits by filing an amended claim or by appealing.”

Greg Jones Law handles SSDI and SSI claims nationwide. We are committed to advancing your claim to the extent necessary to receive the benefits you deserve. You have 60 days from notification of a rejection to resubmit the application for reconsideration. The first step in the Social Security Administration’s appeal process is called reconsideration.

The initial application will be reviewed by an SSA claims representative. Upon re-examination, your claim will be reviewed by another SSA representative or claims manager. The original claim gets a facelift, along with all the new evidence, such as B. ongoing medical treatment or attempts to return to work.

The approval rate for a re-examination is very low – even lower than for original applications. However, we are not just going ahead and blaming the SSA for the same allegation. Our law firm will carefully review the application to determine if anything is missing and we will amend your application to include additional documentation or updated medical records.”

About the firm:

Greg Jones Law, PA is a disability denial attorney serving clients in North Carolina and across the country. His expertise is available in cases related to car accidents, dog bites, truck accidents, building liability, SSID claims denial, CIGNA claims denial and Standard Life claims denial.

media contact
Name of the company: Greg Jones Law, PA
E-mail: Send e-mail
Phone: (910) 251-2240
Address:1213 Culbreath Drive, Landfall Executive Center
City: Wilmington
Federal State: NC 28405
Country: United States
Website: https://gregjoneslaw.com/

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Outdoor Recreation and Environmental Education Program Coordinator https://open-mind.org/outdoor-recreation-and-environmental-education-program-coordinator/ Mon, 17 Oct 2022 18:44:01 +0000 https://open-mind.org/outdoor-recreation-and-environmental-education-program-coordinator/ The Hamilton Conservation Authority currently has a full-time position in the Dundas Valley Conservation Area for one Outdoor Recreation and Environmental Education Program Coordinator job overview The Outdoor Environmental Education Program Coordinator is a staff member of the Hamilton Conservation Authority’s (HCA) Outdoor Environmental Education Team and assists the Outdoor Environmental Education and Program Specialist […]]]>

The Hamilton Conservation Authority currently has a full-time position in the Dundas Valley Conservation Area for one

Outdoor Recreation and Environmental Education Program Coordinator


job overview

The Outdoor Environmental Education Program Coordinator is a staff member of the Hamilton Conservation Authority’s (HCA) Outdoor Environmental Education Team and assists the Outdoor Environmental Education and Program Specialist with the HCA’s Outdoor Environmental Education and Recreation programs.

Reporting to the Director of Human Resources and Wellness, the Outdoor Environmental Education Program Coordinator is responsible for the coordination, organization, and implementation of environmental education and community programs.


professional duties

  • Assists in the development, implementation and leadership of new curriculum-based outdoor education and recreation programs.
  • Assist in the coordination and planning of outdoor education programs for schools and communities in partnership with the Outdoor Environmental Education Program Specialist.
  • Create and maintain records, reports, packages and advertisements e.g. Attendance records, reports for school boards and other educational institutions, the Hamilton Conservation Foundation. Assisted in website promotion for environmental education programs with marketing department.
  • Lead outdoor, environmental and recreation programs agreed with school groups and follow a pre-planned and approved lesson plan.
  • Contact the Hamilton Wentworth District School Board, the HCA Foundation and other educational organizations as needed.

minimum qualifications

  • Post-secondary diploma in outdoor recreation or a related field
  • Valid “G” driver’s license

minimum experience

  • Two (2) years of outdoor instruction
  • Excellent computer skills with Microsoft Office applications such as Outlook, Word, Excel and Powerpoint
  • lesson planning; understanding of safety and risk management; Problem solving and decision making skills; excellent written and verbal communication skills; possesses customer service and interpersonal skills; a commitment to the environment and protection of land and water resources; Enjoy working outdoors in any weather.

working conditions

  • This position will be outside of the Dundas Valley Conservation Area, 650 Governors Road, Dundas, ON. This is a remote location, so personal transportation is required
  • Working hours are 7.5 hours a day and 37.5 hours a week. There may be a need for weekend and/or evening work for special occasions
  • This position involves working outdoors 60%-80% of the day, year-round

The successful candidate must meet the Province of Ontario’s definition of COVID-19 as “fully vaccinated” or provide evidence of an exception to the Human Rights Code prior to commencement of employment in accordance with HCA’s COVID-19 immunization policy.


income level

That is a full-time job with an hourly rate starting at $25.47. Progression through the salary range is merit based and considered annually. Annual cost of living adjustments (COLA) may also be considered.


advantages

HCA offers a comprehensive benefits package including health, dental, vision, healthcare expense account, life and disability insurance after the 3 month trial period and a defined contribution pension plan and group RRSP after 1 year of service.


application procedure

Interested applicants please send your CV and cover letter to 4:00 p.m. Tuesday, October 25, 2022 to:

Hamilton Conservation Authority
PO Box 81067
838 Mineral Springs Road
Ancaster, Ontario, L9G 4X1
Attention: Head of Human Resources
Email: jobs@conservationhamilton.ca

(Please include “Outdoor Recreation and Environmental Education Program Coordinator” in the subject line and submit in MS Word or PDF format)

While we appreciate the interest of all applicants, only those selected for an interview will be contacted.

Police control for vulnerable sectors must be provided upon recruitment

Accessibility customizations are available for all parts of the recruitment process; Applicants are asked to notify Human Resources in advance of any necessary disability accommodations.

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